Teesside University Business School
MSc International Management
Cross-culture Effect to Prudential Assurance (M) Berhad
Maryam Shadman Pajouh
: Managing Across Cultures
: Gill Owens
: Amira Najwa Lukman
: 17 May 2013
Table of Contents
5 3.3 Limitation
I would like to express my deepest appreciation to all those who helping me to complete this report. A special thanks I give to my tutor, Maryam Shadman Pajouh, whose has helped me on gaining fundamental knowledge about culture. She had guided me on stimulating ideas for this report. Furthermore, I would also want to show my gratitude to staff of Prudential Assurance (M) Berhad who gave as much information as they can provide to make me understand more about the topic that I am writing on. A special thanks to Miss Marlisa Marzuki for doing extra miles for helping me assemble the information and putting many affords during the online communication just to keep up with the time difference between Malaysia and United Kingdom. I have to appreciate the guidance given by my module leader, Gill Owens for helping us on the drafting of this report. Finally, thank you to all the people who directly or indirectly has helped me to complete this report.
Amira Najwa Lukman
1.0 Executive summary
This report was conducted based upon the analysis and assessment of cultural practice that affected an organization policies particularly on the case study which is; Prudential Assurance (M) Berhad. Further investigation completed by identifying the main focus on recruitment procedure which give implication to management routine such as festival holiday aspect, daily cultural practice and also an appropriate attire aspect among the employed. The misconception of cultures is frequently perceived as the biggest challenge of doing business internationally or globally as it requires a high level of understanding of individual value, cultural diversity and perception, (Granel, 2000). The research draws attention to the analysis of the cultural background by the employees that contribute to the decision making of the human resource management team in the company. Referring to the case study chosen, further investigation completed with the details of the law and regulations implemented by the management. This law and regulations imposed to all the employees developed based on their cultural rules and needs. This research further clarified on the aspect of the recruitment process which the percentage of the people hired determined based on each race; Malay, Chinese, Indian and others. The result shows that every regulation and policies made by an organization was the reflection of each of the employees’ cultural background. In particular, the organization’ management established policies and alter the existing one to cater each of the employees’ cultural background and practices. The report found that cultural background not only influenced individual behavior but also to the management decisions and processes, which includes their styles and structures. Some of the policies were constantly reformed to confront the cultural diversity at the company. The main aspect that significantly affected the company policy was in the recruitment process as it is the triggers to the other issues for example the availability to work during festival days, daily cultural practice,...
References: Figure 1 : Hofstede’s five cultural dimension (Frank J. and Toland J. 2002),
The power distance in the dimensional emphases on the degree of equality between people in the organization
About us (2013), Prudential
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Frank J. and Toland J. (2002), ‘ Email as a leaning technology in the South Pacific: An evaluation’, Education Technology & Society, [Online] Available at: http://www.ifets.info/journals/5_3/frank.html (Accessed: 12 May 2013)
Halverson, C and S. Aquee Tirmizi, S. A. (2008), “Effective multicultural teams”: Theory and Practice.
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